Equality Impact Assessment Tool: Policy,
Strategy and Plans
(Please follow the EQIA guidance in completing this form)
1. Name of Strategy, Policy or Plan
Transitioning in the Workplace
- A Protocol and Guide for Managers on Promoting Transgender
Inclusion |
This is a : New Policy
2. Brief Description - Purpose of the policy, Changes and outcomes, services or activities affected
The Transitioning
Protocol and Guide is an addition to the suite of policies and guidance
supporting a diverse NHSGGC workforce. The protocol defines what we mean
by the term transgender and gender reassignment and clearly sets out
NHSGGCs responsibilities as an employer of trans people and people who are
undergoing a transitioning journey. The policy exists to protect the
rights of trans people and support them to be their genuine selves in the
workplace. |
3. Lead Reviewer
Low, Alastair
|
4. Please list all participants in carrying out this EQIA:
Erdman, Jackie (Head of
Equality and Human Rights) |
5. Impact Assessment
A. Does the policy explicitly promote equality of opportunity and anti-discrimination and refer to legislative and policy drivers in relation to Equality | |||||
The core purpose of the protocol is to
promote the rights of transgender employees and to challenge
discrimination in the workplace. While this has a focus on gender
reassignment the principles apply to all protected characteristics.
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B. What is known about the issues for people with protected characteristics in relation to the services or activities affected by the policy? | |||||
Source | |||||
All |
Transgender people are one of the
most marginalised protected characteristic groups in the UK. Trans people
are likely to experience abuse at various points throughout their lives.
In a study by Scottish Transgender Alliance (2008) 25% of respondents said
they had to move from a family home due to family responses - often
resulting in homelessness, 46% of respondents explained they had
experienced transphobic abuse in relationships and 62% said they had
experienced transphobic abuse from strangers n public places.
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Scottish Transgender Alliance
- Transgender Experiecnes in Scotland 2008 | |||
Sex |
Trans people have historically
experienced discrimination in the workplace due mainly to poorly informed
practice in relation to sex segregation. Transitioning employees have
often experienced challenges when trying to assert their rights to use
facilities that match their newly acquired gender. Lack of understanding
can lead to ill-informed decision making that places the burden of
adjustment on the transitioning individual rather than the organisation.
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Gender Reassignment |
This policy explicitly supports
employees seeking to reassign their gender while remaining in employment.
This is against a backdrop of disproportionate rates of unemployment
(nearly 40%) despite trans people being more likely to hold HNDs/Degrees
or post graduate degrees (55%). Of employed trans people, more than half
have experienced transphobic bullying and harassment because of their
gender status in the workplace. One Government study placed the rate as
high as 88%. |
Scottish Transgender
Alliance | |||
Race |
Trans people may face dual
discrimination on the grounds of their race and their gender reassignment.
The intersectional nature of discrimination can compound the impact on the
individual and it is important to understand the whole person and not a
single aspect of their identity. |
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Disability |
If a trans employee has been
diagnosed as having gender dysphoria and this has a long term adverse
impact on their ability to carry out normal day-to-day activities then
they may be protected under the provisions of the Equality Act 2010. Of
900 trans people who participated in the Stonewall Scotland Mental Health
Study, 88% reported currently or recently having experienced depression.
80% experienced stress and 75% anxiety. 53% of the cohort had self-harmed
at some point and 84% had considered ending their lives at some point. 35%
had attempted suicide at least once. This is against a backdrop of 25% not
seeking help from mental health services due to real or perceived
discrimination in the service. |
Stonewall Scotland
| |||
Sexual Orientation |
Trans people are often discriminated
against on the grounds of their perceived sexual orientation due mainly to
misunderstanding of the relationship between sexual orientation and gender
reassignment. The terms can mistakenly be used interchangeably. Trans men
and women can experience homophobic abuse that compounds the overall
experience of discrimination. |
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Religion and Belief |
According to the Equality Network,
around 70% of trans people have no religious beliefs. Their LGBT Equality
Report (2015) suggests trans people from certain faith backgrounds will
face particular forms of prejudice from within their faith communities.
LGBT rights are often contrasted against religious rights despite LGBT
people being represented in all faith groups. The report suggest that
trans people with faith beliefs are less able to be open about themselves
than people with no faith conviction. |
equality network
| |||
Age |
As with previous responses,
individuals may find themselves the victim of discrimination on multiple
levels. Older people may experience prejudice relating to their age and
this may compound their experience of transphobic discrimination. Older
people may also find it more difficult to transition due to a
proportionately longer period of time not being open about their gender
identity and experiencing less engaged societal debate about trans
issues. |
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Pregnancy and Maternity |
- |
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Marriage and Civil Partnership |
- |
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Social and Economic Status |
A US study of 27,000 trans people
found people who did not identify with their birth gender were 4 times
more likely to live in poverty than non trans people. |
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Other marginalised groups (homeless, addictions, asylum seekers/refugees, travellers, ex-offenders |
There is some evidence that
suggests trans people are more likely to have a harmful relationship with
alcohol (62% drinking outwith limits compared to 40% non trans people).
|
Scottish Transgender
Alliance and Equality Network | |||
C. Do you expect the policy to have any positive impact on people with protected characteristics? | |||||
Highly Likely |
Probable |
Possible | |||
General |
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The protocol will help
managers understand the impact of discrimination on employees who reassign
their gender and will raise awareness of the impact of discrimination on
all protected characteristics. |
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Sex |
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Action to support the
rights of trans people in the workplace will ultimately be supporting
rights of all people to work in a tolerant and respectful
environment. |
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Gender Reassignment |
The Policy as been
specifically designed to support trans inclusion in the workplace and
safeguard the rights of employees. The protocol offers a formal reference
guide to getting it right and will allow review of poor practice against
an agreed protocol. |
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Race |
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Action to support the
rights of trans people should highlight the requirement to protect the
rights of all and encourage a workplace that is more inclusive for all
people. |
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Disability |
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Action to support the
rights of trans people should highlight the requirement to protect the
rights of all and encourage a workplace that is more inclusive for all
people. Also trans people who are potentially covered under the Equality
Act definition of disability will have those rights expressed more
clearly. |
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Sexual Orientation |
The protocol will help
to clarify historical confusion around sexual orientation and gender
identity. |
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Religion and Belief |
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Action to support the
rights of trans people should highlight the requirement to protect the
rights of all and encourage a workplace that is more inclusive for all
employees. |
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Age |
Action to support the
rights of trans people should highlight the requirement to protect the
rights of all and encourage a workplace that is more inclusive for all
employees. |
|
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Marriage and Civil Partnership |
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Action to support the
rights of trans people should highlight the requirement to protect the
rights of all and encourage a workplace that is more inclusive for all
employees. |
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Pregnancy and Maternity |
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Action to support the
rights of trans people should highlight the requirement to protect the
rights of all and encourage a workplace that is more inclusive for all
employees. |
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Social and Economic Status |
Keeping trans people
in employment is an important outcome of effectively implementing the
protocol. It also serves to attract trans people to NHSGGC as a caring
inclusive employer. As a major regional employer this can help a community
that historically experiences disproportionately high levels of
unemployment. |
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Other marginalised groups (homeless, addictions, asylum seekers/refugees, travellers, ex-offenders |
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D. Do you expect the policy to have any negative impact on people with protected characteristics? | |||||
Highly Likely |
Probable |
Possible | |||
General |
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No | ||
Sex |
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No | ||
Gender Reassignment |
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No | ||
Race |
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No | ||
Disability |
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No | ||
Sexual Orientation |
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No | ||
Religion and Belief |
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No | ||
Age |
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No | ||
Marriage and Civil Partnership |
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No | ||
Pregnancy and Maternity |
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No | ||
Social and Economic Status |
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No | ||
Other marginalised groups (homeless, addictions, asylum seekers/refugees, travellers, ex-offenders |
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No | ||